Professional Documents
Culture Documents
ACKNOWLEDGMENT
In the Name of Allah, the Most Beneficent and Merciful.
We are highly grateful to our course instructor Mrs. Shumaila gull who taught us with great affection and whose supervision enabled us to complete our Project. We hope this Project will fulfill the requirements of our teacher.
ZAINAB MANSOOR ZAINAB ABDULLAH SARA AYAZ KHAN SYRA MULTAN ZAHRA FAYAZ
Executive summary
High noon Companys commitment to qualify standards extends beyond the boundaries of manufacturing facility to encompass all aspects of the business from production to environment. They believe that they can address their customer needs best by recruiting the best human resources, to deliver the best. High noons investment in human resource starts with the recruitment. It invests in the human resource by identifying the training needs of its employees and arranging the training programs required. It ensures professional growth by providing training, offering a career path and cultivating a shared culture. They believe that high noons most important assets are its human resources. Therefore the company continuously strives to equip its employees with the latest management tools and training programs that focus on building their operating capabilities and enhancing competencies.
High noon Laboratories Limited Dynalog Services (Private) Limited High noon Textiles Limited Route2 Health (Private) Limited
High noon Laboratories was incorporated in 1984 in the historical and culturally rich city of Lahore, called the heart of Pakistan. From the very beginning High noon embarked on a relentless pursuit of excellence led by its visionary Chairman. Leading from the front, he developed a culture of commitment, fierce competitiveness and distinction in every area of the company's operations. HIGHNOON Laboratories Limited is the flagship of the group companies and is ranked among the top pharmaceutical company in Pakistan; engaged in manufacturing, distribution and marketing. The company also exports its quality products in +35 countries. Strategic Alliances with world renowned companies has been the basis of its tremendous success. CHAIRMAN: Mr. Tausif Ahmad Khan Vice chairman: Mr. Anees Ahmad Khan Executive Director (Commercial, Human Resource and Legal Affairs): Syed Faisal Zaman
RANKING IN INDUSTARY:
High noon Laboratories Limited is a leading company in National Pharmaceutical organizations. It is rated 12th Top Company in an industry of more than 600 pharmaceutical companies in Pakistan to IMS (Information Medical Statistics data. they are one of the fastest growing companies this year in pharmaceutical industry and have a portfolio of 60 Brands and have Foreign Collaborations / Strategic Alliances with the following and many more:
Solvay Pharmaceuticals, Germany Tanabe Seiyaku, Japan. Chugai Japan Almiral, Spain Choongwae, Korea. Bouchara Recordati, France .
Vision statement
We at High noon Laboratories Limited understand the duties of being responsible corporate citizen and stand true to our conviction and promise to work for the betterment and prosperity of our people.
Mission statement
We strive to maintain excellence in our business practices with the objective to benefit the medical community, consumers, stakeholders and employees and to improve quality of life by providing quality products
religiously adheres to "current Good Manufacturing Practices" (cGMP). Today, where they stand is mainly because of their rich human resource. They work as a family. This way of life constantly generates self-esteem and motivation among our family members. Achieving corporate goals hence becomes easier.
Basic structure for strategic human resource management at high noon laboratories:
Business strategies are made with consultation of HR manager
HR policies and procedures are made according to strategy and then are implemented
the performance is measured to check weather the HR policies are helpful or not
Hierarchy of HR department
Two departments come under the big umbrella of human resources: HR department Personnel administration
HR department
The department is primarily engaged in the following activities: Hiring of the employees Training of the employees Facilitating the employees
Hierarchy
human resources
HR department
Staff hierarchy
The following chart shows the hierarchy of the staff in HUMAN RESOURCES:
GM human resources
officer HR department
Organizational culture
High noon believes in sharing information at functional level as well as at cross functional level. Therefore it encourages its employees to share their views, ideas, and suggestions with each other. Over the years high noon has been able to attract individuals with diverse background. Diversity in the organization provides impetus to shred learning. Team work is valued and encouraged at every level. Human resource function plays a key role in this regard by not only hiring the right individuals for organization but also retaining them.
Job analysis
Job analysis comprises of the two activities which are: Job description Job specification
Approval
The document is finalized after the approval of the following two authorities: Divisional head: The final job description document prepared by the supervisor of a respected position, is taken to the divisional head for editing and approval. GM human resource department If the divisional head approves the document, it is passed on to the GM of HR department who then reapproves the document and allows its issue to the candidates.
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Job enlargement
Job enlargement is basically assigning workers additional same level activities thus increasing the number of activities they perform. At high noon laboratories also, job enlargement is practiced to some extent. In the annual meeting, according to the changing environment some alterations are announced in the jobs.
Job rotation
There is no concept of job rotation in the company. The employee hired for a job is meant to perform the same job until or unless he is promoted.
Work specialization
As there is no concept of job rotation, employees get specialization in their specific job area.
Job enrichment
Every year in the meeting, employees are evaluated for their past performance. The hard working and potential employees are assigned some more and different tasks from their routine job to enhance their confidence and abilities.
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Jobs vacancy is always identified and reported by the immediate boss or supervisor to that specific job. He reports and then justifies the need for a new employee or employees to the divisional head who after then reapproves it from the GM of HR department.
Computerized forecast
In case when there is a need of large number of employees, the method used to forecast is computerized forecast.
Recruiting
The process by which a job vacancy is identified and potential employees are notified is called recruiting. The nature of the recruitment process is regulated and subjected to employment law.
Centralized recruitment
A new job is identified by the supervisor and its divisional head but is finalized and approved by the general manager human resource department.
Sources of candidates
Inside sources of candidates
When it comes to generate the pool of candidates for a vacancy, no preference is given to inside candidates over the outside candidates. Any candidate who is eligible to the post is considered seriously either within or from outside the company. In annual meeting, promotions are announced for the inside candidates.
Advertising
Company publishes its advertisements for job vacancies in different newspapers.
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Employment agencies
The main sources of outside candidates are the employment agencies.
Internships
Internships are offered on the plant only. So hiring of the company internees is not common.
Initial screening
The pool of candidates generated through different means is passed through the initial screening stage. HR department checks the candidates profile and separate the candidates who are eligible to the post.
Testing
There is a little trend of testing in the company. More focus is on the interviews. Some of the techniques used by the HR manager include the following:
Quizzes
Another tool used for testing the employees is quiz. They frequently use quizzes to evaluate the abilities of a candidate. The quiz is designed according to the requirements of the position. They might be used to test the cognitive abilities or to measure personality and interests.
Interviewing
The candidates, who have passed the initial screening and testing stages, qualify for the interview.
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For selection purposes, interviews conducted are of unstructured nature. Unstructured interviews are the type of interviews in which interviewer pursues points of interest as they come up in response to questions. An interviewer at high noon told us the way she conducts an interview. She said that she keeps the profile of the subjected candidate in front of her and then asks questions related to that profile. As the conversation begins, she pin points the weaknesses and strengths of the interviewee.
Selection
The employees who are then chosen by the panel are offered employment.
Orientation
Although the job description explains almost everything about the job the new employees need to know the environment they are going to work in, the history of the firm, the ethical values, culture etc. And to do that the new employees are given orientation during the beginning of their job. At high noon these orientations also make the new employees feel welcomed and comfortable towards the organization.
Orientation time:
The orientations held at high noon are during the first week of the hiring the employees. The learning at high noon is made motivational and objective so that the right skills are used for the right purpose.
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Apprenticeship training:
The new employees are also given class room lectures with on the job training. This provides high noon with high performance workforce.
OUTSOURCING:
To train their employees high noon sends them to special training programs at renowned training service providers like: LUMS PIMS KAM
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Performance appraisals
Evaluating an employees current or past performance relative to his or her performance methods is an essential HR function.
Annual meeting
Each year a grand meeting is held at high noon laboratories. The top and lower management takes part in the meeting. Beside many other decisions, appraisals are also announced. Following are the appraisal methods used by the managers:
Rewards
The best employees are announced after the appraisal in the annual meeting. According to the situation, these employees are rewarded with increment in salaries and sometimes promotions.
Punishments
The employees who do not adhere to the codes of conduct are warned strictly. If the mistake is of intense nature, immediate action is taken and the subjected employee is fired. If an employee is not performing up to the mark, a complete research is done for the possible reasons. If it is purely because of the negligence of an employee, he is warned otherwise he is provided with the proper training to enhance work performance.
Motivation
The companys environment is quiet formal and strict. Employees strictly follow the work schedule so there is a sheer need of some activities for employees refreshment and motivation. Some of these are:
Gala dinner
An annual gala dinner is organized for all the employees of the company.
Conferences
Business conferences are conducted to enhance the interest and knowledge of employees.
Picnic
Office workers also arrange picnics for a change and refreshment.
Annual meeting
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As discussed above, best employees, salary increments and promotions are announced each year to motivate the hard working employees.
Retirement plans
As per the government rules and regulations, retirement plans are also offered to the employees. These plans vary with the working time of an employee.
Career management
Attracting new and efficient employees is never enough, rather hiring and then retaining the competent employees is also very important. In todays competitive and diverse environment, employees have many opportunities. They can only stay loyal with the company if they can develop and plan their career while working in the company. we have not noticed any special tool for the career management. Some of the typical tools used are:
Promotions
At annual meeting some employees based on their past performance are promoted to positions of increased responsibility.
Transfers
The company is multinational; hence some competent employees are transferred to other countries so that they can study other business environments as well and bring changes to the existing one.
Ethics code
A proper document that memorizes the standards the employer expects its employees to adhere to is prepared by the HR department and issued to each new employee. It lists down all the ethical measures an employee should follow.
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Appraisals
Employees are also appraised for their adherence to codes of conduct. This encourages them to follow the rules and regulations.
Ethics training
DR Sultan Ghani is a name the company trusts for training of their employees within the organization.
Recommendations
It is difficult to pin point the loop hole in such a successful company but according to our knowledge and research we recommend few changes in the department:
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Managers should adopt some formal ways of doing job analysis and writing job description. The culture should be made a little bit friendlier so that other stakeholders are also attracted to the company. Managers should practice job rotation to enhance the workers capabilities. There is a little trend of testing employees; managers should design more tests in order to meet the universal standards of hiring employees.
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